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Staff induction

Welcome to ECU! By joining our team of valued employees you will be working to deliver our goal of providing access to education and furthering research.

The online staff induction has been developed to ensure starting your new job at ECU is easy. We understand starting at a new workplace can be an overwhelming experience, therefore this information will be here for you to refer back to throughout your time here with us.

New starters

First week : Getting started

Getting started at ECU is easy. To help you get settled in to your new environment with us, read through the following for information and items you will need in your first week:

Allows staff member access to secure areas of ECU, and after hours access to facilities.

Name badges

Staff are encouraged to wear a name badge at work, to meetings and whenever representing ECU. Ask your supervisor if this has been arranged for you, otherwise you can arrange this with your Centre Officer.

All ECU landline telephones are equipped with voicemail facilities. Find out more about the functionality and setting up a mailbox.

First week : Required items

As the formal part to your online staff induction, we require you to work through and complete the Required items checklist for New starters within the first six weeks of employment. It is easy to complete - most of the items involve reading important information on our website, whilst others require a conversation to take place between you and your supervisor.

Our staff are led by our purpose, vision and values which determines the Code of Conduct along with appropriate behaviour expressed by your manager. Our values are integrity, respect, personal excellence and rational inquiry. We ask that you respect these principles and adopt them in your day-to-day work.

The Principles for the Responsible Conduct of Research at ECU outline behaviour expectations specifically in relation to research activities. The conduct of research at ECU must be characterised by high ethical standards and a commitment to quality, integrity and originality of research practice, underpinned by a respect for the truth and for those involved in the research process.

A probationary period is outlined in the Collective Agreement and Schedule within your employment contract. It is a period during which the University can assess whether you are satisfying your work requirements and where you can assess the suitability of the University as a place of employment.

Participating in performance management is mandatory for all permanent and fixed-term contract staff (on a contract of 12 months or more). Therefore understanding the process and working collaboratively with your supervisor and colleagues to achieve optimal performance should be a priority for all staff. Your supervisor will meet with you to set 3–5 work objectives and discuss your personal career aspirations. This is an area of our intranet that you will need to reference to throughout your career with us as the performance management cycle is an ongoing one.

Both the Campus Support Office and Security and Traffic Services manage ECU emergency procedures. It is our expectation that you become familiar with our guidelines. In the event of an emergency, contact Campus Security on extension 3333.

ECU is committed to the safety and health of its employees. An Online OS&H Induction module has been developed for all new starters to help you understand your role and obligations. It is a legal requirement that all staff complete the OS&H induction.

ECU acknowledges and respects the continuing association with Nyoongar people, the traditional custodians of the land, upon which its campuses stand and programs operate.

ECU's vision for reconciliation is to provide a learning environment and workplace that values Aboriginal and Torres Strait Islander people and knowledge, and contributes to a society where they have the same opportunities as other Australians.

All staff are required to complete an Equal Opportunity (EO) online training course. EO Online is an interactive program that provides a comprehensive overview of EO principles, legislative responsibilities, and information about actual case studies to highlight the application of EO laws and responsibilities. Staff need only complete Module One. Supervisors are required to complete both Modules One and Two.

Records training

Our training programme for recordkeeping, and the TERMS database, is structured over several courses aimed at knowledge-building and to raise your awareness and understanding of the compliance and legislative requirements for the management of University records. Having this awareness will improve services to our students and to one another, and will make us more efficient in the way we do business.

Qualifications

Due to the changing nature of ECU's profile it is important we provide accurate, up-to-date qualifications that genuinely reflect the quality and diversity of the ECU staffing profile. If you have a University qualification or equivalent you will need to provide the original Testamur to an authorised ECU staff member for verification.

First three weeks : Getting to know us

Understanding ECU and how our organisation operates will help you in your role each day. We recommend you read through each of the following points so you can get to know us, and gain an understanding of our workplace history and culture.

The Marketing and Communications Services Centre provide our staff with services and assistance for branding, online marketing and advertising.

First three weeks : Staying connected

There are many ways to stay connected with the rest of the ECU community. Keeping informed with the latest news and events is easy and will also keep you up-to-date with programs and initiatives outside your working area.

First three months : Life at ECU

Our on-campus facilities offer convenient services to our staff and opportunities for social interaction with colleagues. From medical and health clinics to a hairdresser, optometrist, fitness centre, bookshop and a range of cafes, you’ll appreciate the local convenience of these services.

Our health and wellness program for staff, Live Life Longer, gives you the opportunity to participate in activities that can help you become healthier, reduce stress and enjoy life. Activities run on-campus regularly and range from meditation, Global Corporate Challenge, ECU Campus Dash and Men's Business events.

First three months : Salary and Superannuation, Benefits, Recognition and Reward

We provide competitive remuneration packages to help you get the most out of your employment. With generous employer-funded superannuation and salary packaging options available you can make your salary work for you. Take advantage of the benefits on offer to ECU employees including discounts on a range of items such as travel, car hire and insurance.

Support and advice

If you have queries relating to your role, or your new workplace contact the following:

Your line manager - the first person to discuss issues with who should be able to give you immediate feedback

Web - search the ECU intranet for your answers

HR Account Manager - Each area of
the University has a dedicated HR Account Manager available to provide you with
support and advice on all HR-related matters. To find your
area’s HR Account Manager, see our HR contacts.

Role based specific information

Academic staff

Role clarification

It is important that you understand your role’s purpose and a position description will provide you with information about your key responsibilities and accountabilities. Your supervisor will also discuss with you your position’s responsibilities and accountabilities, clearly articulating their expectations of you in your position using the Academic Staff Performance Expectations and Outcomes (ASPEO) Framework.

This framework will guide you in planning the balance and emphasis of your work within the context of your career development aligned with ECU’s expectations.

Probation

Academic Workload Models

The Academic Staff Collective Agreement provides for the development of academic workload measurement and allocation models. These models are reviewed each year to ensure they are fair and equitable and in accordance with the principles specified in the Agreement. For more information contact your Head of School.

As an academic at an Australian University, it is expected that you will
undertake research in your chosen field.

Developing research ideas into fundable projects or a publication can be a
daunting task and usually raises a lot of questions.

Read about what ‘research’ means and outlines the support
available for developing a research concept into an application and/or
publication.

Training and development

As a new employee with us, you are encouraged to take responsibility for your career and to reach your potential.

You have the opportunity to participate in a range of professional development training, workshops and online courses that will provide you with the insights necessary for personal and professional success whilst working with us.

Courses are run by internal and external providers.

The Role Based Development Framework (RBDF) is a training and
development initiative to ensure that all staff are provided with
learning modules best targeted to their roles.

Recommended courses for new starters

Reach Your Potential – Working at ECU Reach Your Potential is our orientation forum. Understanding where you fit into the bigger picture when working at ECU is vital in understanding how you contribute to ECU's mission, vision and strategic priorities. This informal forum will provide you with an opportunity to meet some of the members of the Senior Executive Team and network with other staff over lunch.

All new teaching staff (sessional or ongoing), regardless of prior teaching experience, are required to complete this interactive online module prior to commencing teaching. It covers the roles, expectations, principles and policies that govern learning and teaching matters at ECU.

This course comprises three modules. Two online core modules covering assessment and learner-centred teaching, and one on-campus module that covers facilitation and lecturing skills. It's essential for all on-campus tutors and lecturers teaching in both small and large classes. To be completed within six months of commencing teaching duties.

PDC113 is for new and experienced unit coordinators to acquire skills in curriculum development, assessment design and student engagement. Core to the program is the embedding of the ECU curriculum framework to improve student outcomes. The course comprises three modules that will provide you with the practical know-how, resources and support you need over a semester to assist with unit administration, development, implementation and review. To be completed within the first six months of appointment to the role.

This course is for all academics teaching online at ECU. You will develop an understanding of how to create interactive online learning opportunities for students and how your role may differ in an online learning environment. PDC 114 is comprised of four modules delivered online and to be completed within six months of commencing teaching duties.

Research Training and Resources The Graduate Research School (GRS) has a wide range of resources which include online modules for research skills training and supervisor compliance training; an overview of repositories of research material; and online tools for research.

Research Management System (RMS) All Researchers and Research Administration staff are encouraged to attend these training sessions to gain a solid understanding of the new ECU RMS and Research Administration processes.

MPS Overview Planning and Setting SMART Objectives

This
interactive workshop is one of two modules focusing on planning and
review as part of the MPS. In this module participants will be given an
overview of management for performance at ECU, an understanding of the
ECU planning cycle and how MPS fits into that cycle. Participants will
also learn how to set SMART objectives for their individual work plans.
They will also gain an understanding of how they can use the RBDF web
based tool to plan personal and professional development.

Professional staff

Role clarification

It is important you understand your role's purpose and a position description will provide you with information about your key responsibilities and accountabilities. The position description will have been available when you applied for your role. If you do not have a copy you can ask your supervisor or contact your HR Account Manager.

Training and development

You have the opportunity to participate in a range of professional development training, workshops and online courses that will provide you with the insights necessary for personal and professional success whilst working with us. Courses are run by internal and external providers.

The Role Based Development Framework (RBDF) is a training and
development initiative to ensure that all staff are provided with
learning modules best targeted to their roles.

Recommended course for new starters

Reach Your Potential – Working at ECU Reach Your Potential is our orientation forum. Understanding where you fit into the bigger picture when working at ECU is vital in understanding how you contribute to ECU's mission, vision and strategic priorities. This informal forum will provide you with an opportunity to meet some of the members of the Senior Executive Team and network with other staff over lunch.

MPS Overview Planning and Setting SMART Objectives

This
interactive workshop is one of two modules focusing on planning and
review as part of the MPS. In this module participants will be given an
overview of management for performance at ECU, an understanding of the
ECU planning cycle and how MPS fits into that cycle. Participants will
also learn how to set SMART objectives for their individual work plans.
They will also gain an understanding of how they can use the RBDF web
based tool to plan personal and professional development.

Managers and Supervisors

If you are expecting a new staff member, read the following before they commence working with you.

Pre-arrival

Your new staff member

The purpose of induction is to welcome new appointees, deliver critical information about the organisation, and to clarify any expectations for the position.

Your new staff member should start working through the areas of Staff Induction when they first commence in your team. Addressing a new appointee’s expectations at this early stage will help to reduce new starter anxiety; foster positive attitudes; increase staff morale and commitment to the organisation; reduce turnover; and work towards early achievement in productivity and job proficiency.

Your role

To help prepare for a new starter, and to ensure your team is ready for their commencement from day one, there are a couple of resources to use and complete:

Onboarding checklist provides everything you need to work with your new starter over the first three months.

We have also provided your new starter with a list of items on how to get started at ECU as part of their staff induction. Your role is to support their commencement at ECU and provide assistance where needed.

Items for you to complete prior to commencement

Staff number

Each staff member is given a unique staff number when they commence working at ECU. Before you arrange a computer system account for your new starter you need their staff number.

To set up a computer account complete a Request a New Account form. Your new starter is required to read and agree to the Acceptable Use of Information Systems Policy.

Recomended items

The following information is an opportunity for you to work with your new staff member to help them understand their place within the team and ECU:

Role clarification

It is important that your new team member understands exactly what it is that they have been employed to do. It is your responsibility to meet with them and clearly outline the position’s key duties, accountabilities and your expectations.

All staff will have a position description that can be used as a guide to planning the balance and emphasis of their work.

Academic staff should use the Academic Staff Performance Expectations and Outcomes (ASPEO) Framework to assist planning within the context of their career development aligned with ECU’s expectations. Where applicable, another reference tool is the Academic Leadership Policy for those undertaking a senior academic leadership role.

Behaviour expectations

The ECU Code of Conduct and purpose, vision and values outline our standards for behaviour that we expect from all our staff and is based on integrity, honesty, conscientiousness, compassion, courtesy, fairness and respect.

In addition to your new starter reading these online documents it is important that you discuss the University, and work unit behaviour expectations. You can take the opportunity to discuss issues such as lunch and short breaks, dress code, working hours and flexibility.

A probationary period is an extremely important transition into the University for new starters. The provisions regarding probation for Academic and Professional staff are developed in the Collective Agreement and policies.

During probation, you will need to assess the employee’s ability to meet the work requirements. If the employee is not performing at the required level during probation they may be terminated. For advice on termination read the relevant clauses (cl. 8 Academic Staff, cl. 7 Professional Staff) in the Collective Agreement.

We suggest that during your discussion regarding probation, work objectives are set for your new starter. These work objectives will contribute to their review at the end of their probationary period.

Performance management

The Management for Performance (MPS) system is an initiative that supports ECU's goal to strengthen our leadership capacity and build a strong performance culture amongst our employees. These strategic priorities provide the context and organisational outcomes for each faculty/centre's operational plan which in turn provides staff with an opportunity to align their individual objectives, performance and expectations with the desired outcomes of their position and ultimately, the University.

Participation in MPS is mandatory for all permanent and fixed-term contract staff (on a contract of 12 months or more). It is your responsibility to set 3–5 work objectives, outline any training requirements and discuss your new starter’s career aspirations with them.

All staff are required to complete an Equal Opportunity (EO) online training course. EO Online is an interactive program that provides a comprehensive overview of EO principles, legislative responsibilities, and information about actual case studies to highlight the application of EO laws and responsibilities. Staff need only complete Module One. Supervisors are required to complete both Modules One and Two.

Security and emergency procedures

It is important that all new starters are aware of ECU’s emergency and safety procedures. Please ensure your new starter is familiar with our emergency guidelines.

Occupational Safety and Health (OSH) Induction

ECU is committed to the safety and health of its employees. An Online OS&H Induction module has been developed for all new starters to help them understand their role and obligations. It is a legal requirement that all employees complete the OS&H induction course.

Qualifications

Due to the changing nature of ECU’s profile it is important we provide accurate, up-to-date qualifications that genuinely reflect the quality and diversity of the ECU staffing profile. If your employee has a University qualification or equivalent they will need to provide the original Testamur to an authorised ECU staff member for verification.

Encourage your employees to check the Staff Kiosk to ensure that their qualifications and Equal Employment Opportunity information is accurate.